Sexual Harassment In The United States

“Sexual Harassment has been pointed out as the most increasing, widespread problem faced by women in the workforce (Kadue & Lindeman, 1997).” Therefore, I will write to you about what sexual harassment is and what constitutes it, where the United States and other countries stand on this issue (the global view), types of sexual harassment, how to identify it, major problems related to sexual harassment, disciplinary actions the offender may face, and affects sexual harassment may have on the victim. Sexual Harassment is defined as unwelcome sexual advances, requests for sexual favors or other verbal or physical conduct that is of a sexual nature. “Women bring about 85 percent of all sexual harassment charges (Scarborough & Zimmerer, 2006).”
The new law establishes the crime of sexual harassment, as well as penalties for its violation (Maatman, 2000).” The crime that someone might serve for sexual harassment is three to 12 months in prison. Also, the offender has to pay the victim double the amount of accumulative damage that caused the sexual harassment along with access to positions and promotions. Employers are held responsible for monetary penalties; individual supervisors could go to jail. “Executives are potentially liable, and the company may have to cover a harasser's costs (Maatman, 2000).” “The mandatory termination indemnity laws of many foreign countries--as well as the potential for steep fines and even jail terms for employees who cross the line--should give employers entering the international arena some pause. Businesses that establish offices overseas can face extensive liability exposure for ill-advised personnel decisions and unsound loss-control protocols (Maatman,
A hostile environment usually requires a pattern of offensive sexual behavior rather than a single, isolated remark or display (Scarborough & Zimmerer, 2006). “Most sexual harassment charges arise from claims of a hostile environment (Scarborough & Zimmerer, 2006).” “Some experts believe male-dominated workplaces are likely to be the most hostile to women (Zwettler, 1997).”
Management can enforce a policy against sexual harassment. This policy should first, clearly define what behaviors constitute sexual harassment, secondly, State in clear language that harassment will not be tolerated in the workplace, thirdly, identify the responsibilities of supervisors and employees in preventing harassment and lastly, spell out steps to take in reporting an incident of sexual harassment (Scarbourough and Zimmerer,